A significant proportion of employee turnover can be ascribed to faults within the recruitment process.
The competition for productive employees can lead firms to make costly mistakes. While the emphasis is on getting an exceptional candidate, the longer term perspective can be overlooked, with sadly predictable consequences down the line.
To avoid wasting money firms need to recognise the importance of finding a candidate content to remain for the natural length for the position in question.
The Problem
An otherwise outstanding candidate can become an expensive mistake should they leave the firm at an early stage.
In the initial months few new recruits are sufficiently productive to be a net benefit to the firm.
It will generally take time for them to develop the firm specific human capital that will enable them to be asset to the firm.
Checklist: Initial Analysis
Firms need to take on board the impact on, and preferences of, clients when determining the desired length of employment.
Where much of the value lies in the relationship between individuals, it may be appropriate to favour candidates more likely to stay for an extended period.
Checklist: Expectations: The firm's
The firm needs to communicate its expectations regarding the nature of the role, the anticipated duration of employment at that stage, the chances of career progression, and the projected rate of increase of salary.
Checklist: Expectations: The candidate's
The firm needs to discover the candidate's expectations in a range of areas.
Their expectations regarding salary and future pay rises.
Their expectations for career advancement, especially the time frame.
Their preferred working style including how they like to be managed.
Checklist: Realistic Job Preview
Providing a realistic job preview helps to reduce the number of early departures due to a simple misunderstanding of the nature of the work involved.
The use of glamorous advertising to attract high quality candidates can produce unrealistic expectations.
Checklist: Cultural Fit
Ensuring a perfect person-culture fit is difficult. Firms must seek to avoid discrimination whilst recruiting people who are likely to succeed in the firm's cultural environment. This requires considerable attention.
It is wise to provide as much information as possible to prospective employees, in the hope that mismatches will withdraw their application in light of a more detailed appreciation, thus avoiding costly early departures.
Checklist: Involvement
Are the right people involved in the recruitment process?
It may be appropriate for potential colleagues and subordinates to have their say in the selection process.
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